The social construction of executive remuneration in the UK: elite competition around codification and legitimation

Purpose: The purpose of this paper is to reflect theoretically on a quarter-century of attempts to codify "best practice" standards related to oversight of and reporting on executive remuneration. Issues around the regulation of UK executive remuneration are analysed focussing on decision making by elite actors, informed by corporate governance codification artefacts and theoretical considerations inspired by notions of the social construction of reality. Design/methodology/approach: Using documentary materials to trace evolution of executive remuneration regulation in the UK, consideration is given to the social antecedents of processes governing corporate board remuneration committee practices. The paper reconstructs the social construction of the UK Corporate Governance Code and draws on relevant theoretically inclined literature to help make sense of processes involved. Findings: Shaping the problems, to be addressed as “legitimate problems”, is core to efforts intended to create “persuasive narratives” around how UK executive remuneration should be regulated. Research limitations/implications – The paper sketches an agenda for subsequent empirical “field” investigation to assess the social antecedents of UK executive remuneration outcomes. Practical implications: Offering an alternative way of thinking about executive reward and on-going controversy as to how it may be legitimately regulated, informed by contextual considerations. Originality/value: A novel look at executive remuneration from a social construction of reality perspective. Adding value to public debate on organisational effectiveness at a time of warnings from luminaries such as the Bank of England governor about the adverse social impact of "stateless companies" and calls for action against unfairness in income distribution

Measurement of Change in Lower Eyelid Position in Patients Undergoing Transcutaneous Skin-Muscle Flap Lower Eyelid Blepharoplasty

Importance Transcutaneous lower eyelid blepharoplasty is a commonly performed procedure with a postoperative risk of eyelid malposition. Objective To quantify the change in lower eyelid position after transcutaneous lower eyelid blepharoplasty. Design, Setting, and Participants This retrospective medical record review describes patients who underwent transcutaneous blepharoplasty at a private facial plastic surgery practice. Patients with less than 3 months of follow-up, a history of periocular trauma, and concurrent midface lift were excluded. Interventions Bilateral skin-muscle flap lower eyelid blepharoplasties with possible tarsorrhaphy, canthopexy, or canthoplasty as indicated. Main Outcomes and Measures Lower eyelid position determined by measurement of preoperative and postoperative pupil to eyelid and lateral limbus to eyelid distances. Results Data from 100 consecutive patients (mean age, 56.7 years; 92 female [92.0%]) undergoing bilateral skin-muscle flap lower eyelid blepharoplasty were analyzed. The mean increase in distance was 0.33 mm (95% CI, 0.24-0.42 mm) from the pupil to the lower eyelid margin and 0.32 mm (95% CI, 0.23-0.41 mm) from the lateral limbus to the lower eyelid margin at final follow-up. For both measurements, patients undergoing concurrent canthopexy had a significantly greater change in eyelid position (P < .001). Men had a greater change in the distance of pupil to lower eyelid compared with women (0.76 mm; 95% CI, 0.44-1.08 mm, vs 0.30 mm; 95% CI, 0.20-0.39 mm, respectively; P = .008) at final follow-up. Two patients required revision procedures secondary to eyelid malposition, and 25 patients had new onset of dry eye symptoms. Conclusions and Relevance Transcutaneous skin-muscle lower eyelid blepharoplasty with selective performance of canthoplasty or canthopexy causes a small, predictable eyelid position change in this population with a low rate of revision procedures. Level of Evidence 3

An updated interactive database for 1692 genetic variants in coagulation Factor IX provides detailed insights into haemophilia B

BACKGROUND: Genetic variants in coagulation factor IX (FIX) are associated with haemophilia B, a rare bleeding disease. F9 variants are widespread across the gene and were summarised in our FIX variant database introduced in 2013. OBJECTIVE: We rationalise the molecular basis for 598 new F9 variants and 1645 new clinical cases, making a total of 1692 F9 variants and 5358 related patient cases. METHODS: New F9 variants were identified from publications and on-line resources, and compiled into a MySQL database for comparison with the human FIXa protein structure. RESULTS: The new total of 1692 F9 variants correspond to 406 (88%) of the 461 FIX residues and now include 70 additional residues. These comprise 945 unique point variants, 281 deletions, 352 polymorphisms, 63 insertions, and 51 others. Most FIX variants were point variants, although their proportion (56%) has reduced compared to 2013 (73%), while the proportion of polymorphisms has increased from 5% to 21%.The 764 unique mild severity variants in the mature protein with known phenotypes include 74 (9.7%) quantitative type I variants and 116 (15.2%) predominantly qualitative type II variants. The remaining 574 variants types are unspecified. Inhibitors are associated with 152 haemophilia B cases out of 5358 patients (2.8%), an increase of 93 from the previous database. CONCLUSION: The even distribution of the F9 variants revealed few mutational hotspots, and most variants were associated with small perturbations in the FIX protein structure. The updated database will assist clinicians and researchers in assessing treatments for haemophilia B patients

Analysis of 363 variants in the coagulation Factor 5 gene via an interactive web database reveals new insights into FV deficiency and FV Leiden

The inherited bleeding disorder FV deficiency and clotting disorder FV Leiden are caused by genetic variants in the F5 gene. Both diseases occur with mild, moderate, severe, or asymptomatic phenotypes, and either dysfunctional or reduced amounts of plasma FV protein. Here we present an interactive web database containing 363 disease-associated unique F5 variants derived from 801 patient records that rationalizes their occurrence based on the 2224 residue sequence and new FV structures. The 363 variants correspond to 38 (10.5%) mild, 14 (3.9%) moderate, 52 (14.3%) severe, 49 (13.5%) asymptomatic, and 210 (57.8%) unreported phenotypes. The variant distribution in the FV domains A1, A2, A3, B, C1 and C2 was 42 (11.9%), 61 (17.2%), 58 (16.4%), 103 (29.1%), 28 (7.9%) and 29 variants (8.2%) respectively. Both the globular (A1-A3, C1, C2) and disordered (B) regions contain similar proportions of variants. Variants associated with either FV deficiency or FV Leiden do not cluster near known protein-partner binding sites, thus the molecular mechanism leading to their phenotypes cannot be explained. However, the widespread distribution of FV variants in combination with a high proportion of buried variant residues indicated that FV is susceptible to disruption by small perturbations in its globular structure. Variants located in the disordered B domain also appear to disrupt the FV structure. We discuss how the interactive database provides an online resource that clarifies the clinical understanding of FV-associated disorders

Women and minority expatriates

There has been several decades of research on why women are under-represented in the expatriate population, but it is only in the past few years that research has begun to focus on issues with members from other diverse groups and how they fit into the expatriate picture. This chapter’s authors spotlight gender, age, race, religion, and sexual orientation diversity. They point out, however, that MNCs can help alleviate some of these issues by fostering strong diversity climates within the firm, including diversity training programs, but clear evidence for the success of the various attempts to increase diversity is lacking. This chapter highlights how there is a special need for research which considers the intersection of these various dimensions of diversity, and how that can affect expatriate experience

Development of quantum perspectives in modern physics

Introductory undergraduate courses in classical physics stress a perspective that can be characterized as realist; from this perspective, all physical properties of a classical system can be simultaneously specified and thus determined at all future times. Such a perspective can be problematic for introductory quantum physics students, who must develop new perspectives in order to properly interpret what it means to have knowledge of quantum systems. We document this evolution in student thinking in part through pre- and post-instruction evaluations using the Colorado Learning Attitudes about Science Survey. We further characterize variations in student epistemic and ontological commitments by examining responses to two essay questions, coupled with responses to supplemental quantum attitude statements. We find that, after instruction in modern physics, many students are still exhibiting a realist perspective in contexts where a quantum-mechanical perspective is needed. We further find that this effect can be significantly influenced by instruction, where we observe variations for courses with differing learning goals. We also note that students generally do not employ either a realist or a quantum perspective in a consistent manner.Comment: 18 pages, plus references; 3 figures; 9 tables. PACS: 01.40.Fk, 03.65._

The solution structure of the heavy chain–only C5-Fc nanobody reveals exposed variable regions that are optimal for COVID-19 antigen interactions

Heavy chain–only antibodies can offer advantages of higher binding affinities, reduced sizes, and higher stabilities than conventional antibodies. To address the challenge of SARS-CoV-2 coronavirus, a llama-derived single-domain nanobody C5 was developed previously that has high COVID-19 virus neutralization potency. The fusion protein C5-Fc comprises two C5 domains attached to a glycosylated Fc region of a human IgG1 antibody and shows therapeutic efficacy in vivo. Here, we have characterized the solution arrangement of the molecule. Two 1443 Da N-linked glycans seen in the mass spectra of C5-Fc were removed and the glycosylated and deglycosylated structures were evaluated. Reduction of C5-Fc with 2-mercaptoethylamine indicated three interchain Cys–Cys disulfide bridges within the hinge. The X-ray and neutron Guinier RG values, which provide information about structural elongation, were similar at 4.1 to 4.2 nm for glycosylated and deglycosylated C5-Fc. To explain these RG values, atomistic scattering modeling based on Monte Carlo simulations resulted in 72,737 and 56,749 physically realistic trial X-ray and neutron structures, respectively. From these, the top 100 best-fit X-ray and neutron models were identified as representative asymmetric solution structures, similar to that of human IgG1, with good R-factors below 2.00%. Both C5 domains were solvent exposed, consistent with the functional effectiveness of C5-Fc. Greater disorder occurred in the Fc region after deglycosylation. Our results clarify the importance of variable and exposed C5 conformations in the therapeutic function of C5-Fc, while the glycans in the Fc region are key for conformational stability in C5-Fc.</p

The solution structure of the unbound IgG Fc receptor CD64 resembles its crystal structure:Implications for function

FcγRI (CD64) is the only high-affinity Fcγ receptor found on monocytes, macrophages, eosinophils, neutrophils and dendritic cells. It binds immunoglobulin G (IgG) antibody-antigen complexes at its Fc region to trigger key immune responses. CD64 contains three immunoglobulin-fold extracellular domains (D1, D2 and D3) and a membrane-spanning region. Despite the importance of CD64, no solution structure for this is known to date. To investigate this, we used analytical ultracentrifugation, small-angle X-ray scattering, and atomistic modelling. Analytical ultracentrifugation revealed that CD64 was monomeric with a sedimentation coefficient s020,w of 2.53 S, together with some dimer. Small-angle X-ray scattering showed that its radius of gyration RG was 3.3–3.4 nm and increased at higher concentrations to indicate low dimerization. Monte Carlo modelling implemented in the SASSIE-web package generated 279,162 physically-realistic trial CD64 structures. From these, the scattering best-fit models at the lowest measured concentrations that minimised dimers revealed that the D1, D2 and D3 domains were structurally similar to those seen in three CD64 crystal structures, but showed previously unreported flexibility between D1, D2 and D3. Despite the limitations of the scattering data, the superimposition of the CD64 solution structures onto crystal structures of the IgG Fc-CD64 complex showed that the CD64 domains do not sterically clash with the IgG Fc region, i.e. the solution structure of CD64 was sufficiently compact to allow IgG to bind to its high-affinity Fcγ receptor. This improved understanding may result in novel approaches to inhibit CD64 function, and opens the way for the solution study of the full-length CD64-IgG complex.</p

The solution structure of the unbound IgG Fc receptor CD64 resembles its crystal structure: Implications for function

FcγRI (CD64) is the only high-affinity Fcγ receptor found on monocytes, macrophages, eosinophils, neutrophils and dendritic cells. It binds immunoglobulin G (IgG) antibody-antigen complexes at its Fc region to trigger key immune responses. CD64 contains three immunoglobulin-fold extracellular domains (D1, D2 and D3) and a membrane-spanning region. Despite the importance of CD64, no solution structure for this is known to date. To investigate this, we used analytical ultracentrifugation, small-angle X-ray scattering, and atomistic modelling. Analytical ultracentrifugation revealed that CD64 was monomeric with a sedimentation coefficient s020,w of 2.53 S, together with some dimer. Small-angle X-ray scattering showed that its radius of gyration RG was 3.3–3.4 nm and increased at higher concentrations to indicate low dimerization. Monte Carlo modelling implemented in the SASSIE-web package generated 279,162 physically-realistic trial CD64 structures. From these, the scattering best-fit models at the lowest measured concentrations that minimised dimers revealed that the D1, D2 and D3 domains were structurally similar to those seen in three CD64 crystal structures, but showed previously unreported flexibility between D1, D2 and D3. Despite the limitations of the scattering data, the superimposition of the CD64 solution structures onto crystal structures of the IgG Fc-CD64 complex showed that the CD64 domains do not sterically clash with the IgG Fc region, i.e. the solution structure of CD64 was sufficiently compact to allow IgG to bind to its high-affinity Fcγ receptor. This improved understanding may result in novel approaches to inhibit CD64 function, and opens the way for the solution study of the full-length CD64-IgG complex

Reward management: linking employee motivation and organizational performance

Companies invest enormous financial resources in reward systems and practices to attract, retain, and motivate employees and thereby ensure and improve individual, team, and organizational effectiveness. Organizational rewards comprise financial and nonfinancial rewards, such as appreciation, job security, and promotion. Financial rewards, also called tangible rewards, include direct forms (such as fixed and variable pay and share ownership) as well as indirect and/or deferred forms (such as benefits and perquisites). Fixed or base pay refers to the amount of money one receives in return for fulfilling one’s job requirements, the job’s grade, or the skill or competence level required to perform the tasks. Variable pay (such as cash bonuses and commissions as forms of short-term incentives, or stocks or stock options as forms of long-term incentives) depends, for example, on individual, team, and/or company performance or outcomes, and is based on quantitative and/or qualitative criteria. Benefits (such as pension plans or health programs) and perquisites (such as onsite fitness centers, medical care or health facilities, and company cars), among other forms, are indirect financial rewards (Milkovich, Newman, & Gerhart, 2016). Both qualitative reviews (Gerhart & Fang, 2014; Shaw & Gupta, 2015) and meta-analytic studies (Cerasoli, Nicklin, & Ford, 2014; Garbers & Konradt, 2014; Jenkins, Mitra, Gupta, & Shaw, 1998) have shown that extrinsic rewards (such as financial incentives) can improve employee motivation and performance and shape employee health (Giles, Robalino, McColl, Sniehotta, & Adams, 2014) and safety behavior (Mattson, Torbiörn, & Hellgren, 2014). However, empirical evidence regarding under which conditions particular rewards are most effective or lead to unintended consequences is still scarce. In short, compensation and incentive systems remain one of the most under-researched areas in personnel psychology and human resource management (Gupta & Shaw, 2015). This state of affairs poses risks. Reward management approaches may waste both money and effort, and may be ineffective in attracting, retaining, and motivating target personnel, if not grounded in a base of evidence. Added to this, in the face of the recent financial crisis and of serious cases of employee and company unethical behavior, company’s financial incentives, especially bonus and pay-for-performance (pfp) systems, have been widely criticized for their detrimental effects on individuals, companies, and society (Larcker, Ormazabal, Tayan, & Taylor, 2014). These examples of the dark sides of incentives highlight the importance of reward management research, not only from a human resources management (HRM) but also from a societal perspective. They also illustrate the need to understand the underlying mediating and moderating mechanisms linking reward systems and practices to individual, team, and organizational behavior and outcomes. This special issue contributes to the research on reward management by focusing on the contextual effects of financial rewards on employee motivation, behavior, and performance, and by analyzing the mediating mechanisms of different types of financial and nonfinancial rewards. The four studies included in this special issue address different issues of reward management research and take different theoretical perspectives. The first two studies analyze the interaction effects of financial incentives and individual factors, such as employee perceptions of distributive justice, and then how individual competitiveness moderates the effects of pay-for-performance (pfp) on employee motivation, behavior, and performance. These studies show which and how intended or unintended consequences of pfp occur. The other two studies differentiate the effects of tangible and intangible rewards on employee turnover and risk taking; they disentangle underlying mediating and moderating mechanisms by comparing the effects of benefits and perquisites, and of esteem, security, and promotion as nonfinancial rewards. In the following passages, we present a short overview of these four papers before we discuss their contribution and their implications for further research